I’ve long heard the RSUs and cash bonuses can be a significant portion of the compensation as you make it to executive level CLs (30+). Curious if anyone has any specifics to offer on amounts for each, recognizing performance would continue to be a factor.
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Who are some people (initials/company) that are CL30 (and that shouldn’t be)? And what roles?
Looks like @hoy+1w5IcGsL hit a nerve with many people so seems probably some truth there. Wonder why EM thinks it is best to stop progressing so many- let them hit a wall vs. continuing to motivate with even gradual compensation increases, like more RSU. This artificial step change can’t actually be productive but somehow they convince themselves it is?
“They do reduce the ranking of certain demographics”. Lots of youngsters get ranked OWD, but only those targeted as HIPO get the higher potential needed to get the RSUs. Potential is used to target the demographic. It’s insidious because most young people think they are doing very well based on ranking, but they don’t know that their career is already capped no matter how much they contribute. And you’re getting paid less than the person with the identical ranking who does meet the demographic. It all becomes clear when you reach your mid 40’s. Pure evil system perpetrated by managers who will do anything to get theirs.
Actually RSU are not based on demographic class...but they do increase the ranking of certain demographics (thus reducing the ranking of the undesired demographic classes). With the ranking then you qualify for RSU. This tends to increase attrition in the undesired classes and increases the speed of getting to the desired distribution
RSUs go all the way down to CL23 but only for those who are both exceptional performers and members of a demographic class that they are specifically trying to retain.
At what CL level are RSUs typically offered?
For 30 it is 10% cash and possibly up to 20-50% RSU.
The hypocrisy is being promoted to 30 is not about what you’re delivered or your proven capability, it is what the sr leader(s) think you may be able to do /achieve in the future. A very flawed version of meritocracy.
Senior Exec above CL 38 ...RSU and Cash bonus are above 60% of total comp.
But CL 30 to 31 it is only 15% to 25% of total comp. The discretionary RSU/Cash bonus grows with CL as a percent of Total Comp.
Salary = x, RSU = 1.5x, cash = 0.5x
All performance driven … so, incentives in total are >2x salary